Specify the allegation
Time, place, duty, and alleged conduct must be identifiable and provable.
Berlin and across Germany
Berlin and across Germany
Conduct-Related Dismissal – Lawyer
With a conduct-related dismissal, the exact allegation, any warning, and the documentation matter. I assess the legal position.
For Conduct-Related Dismissal, these points are especially important:
- ›Time, place, duty, and alleged conduct must be identifiable and provable.
- ›For conduct capable of correction, a relevant prior warning often requires assessment.
- ›Service, fault, consequences, and recurrence risk must be weighed.
- ›The dismissal generally has to be challenged in court within three weeks.
The first step is to clarify: Whether the allegation is provable, a relevant warning existed, and the response was proportionate.
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Specific issues in this Conduct-Related Dismissal case
Prior warning
For conduct capable of correction, a relevant prior warning often requires assessment.
Balance of interests
Service, fault, consequences, and recurrence risk must be weighed.
Three-week claim period
The dismissal generally has to be challenged in court within three weeks.
Frequently asked questions about Conduct-Related Dismissal
What should I document first in a Conduct-Related Dismissal case?
Time, place, duty, and alleged conduct must be identifiable and provable.
Which records and information are especially important now?
For conduct capable of correction, a relevant prior warning often requires assessment.
What does the legal assessment of my case depend on?
Service, fault, consequences, and recurrence risk must be weighed.
Which next steps make sense in my situation?
The dismissal generally has to be challenged in court within three weeks.
Mandant
a week ago
Highly competent and professional advice. Dr. Lerch works in a structured, efficient, and solution-oriented manner. I was particularly impressed by his ability to clearly and concisely explain complex legal issues and derive concrete courses of action from them. Agreements were reliably kept, feedback was prompt, and communication was consistently straightforward and professional. I was very satisfied with the advice and can wholeheartedly recommend Dr. Lerch!
Mandant
3 weeks ago
Dr. Lerch promptly returned my initial inquiry, and we were quickly able to schedule a personal consultation. He professionally addressed my concerns and took action. Any questions I had were answered quickly; he was friendly, empathetic, and offered a highly professional and honest opinion. I would definitely consult him again for legal advice.
Mandant
4 months ago
Mr. Lerch provided me with highly professional, calm, and dedicated support throughout my legal proceedings. I particularly appreciated his honest assessment of my case and the clear communication he maintained throughout the entire process. Thanks to his strategy and preparation, we achieved a significantly better outcome than originally anticipated in the penalty order. I felt well-advised and taken seriously at all times. I can therefore wholeheartedly recommend Mr. Lerch and thank him again for his support. B. Paal
How the initial review works
Step 1
Describe the facts
Whether the allegation is provable, a relevant warning existed, and the response was proportionate.
Step 2
Review evidence and deadlines
Time, place, duty, and alleged conduct must be identifiable and provable.
Step 3
Assess the risks
Service, fault, consequences, and recurrence risk must be weighed.
Step 4
Set the next step
The dismissal generally has to be challenged in court within three weeks.
About Dr. Lerch
For Conduct-Related Dismissal, Dr. Philipp Lerch focuses on the specific evidence, deadlines, and a direct legal strategy.
Related pages
Employment law
Whether the allegation is provable, a relevant warning existed, and the response was proportionate.
Dismissal
For conduct capable of correction, a relevant prior warning often requires assessment.
Severance pay
Service, fault, consequences, and recurrence risk must be weighed.